1. Agenda for Change The HPA perspective Steve Harbour

2. Background Matching Process went “Live” on 10 January 2005 Key Staff Stephen Daniel Jean Dove Val Player Brian Ward

3. Training 4 people have been trained as trainers (2 provisional) 75 practitioners (29 staff, 46 management) have been trained A&C23Scientist/Porton16 BMS8MTO 2 Nurses8Senior Managers16 Agency2

4. Progress to Date Biomedical Scientists (BMS) % Matching = 87% 5678a8bJAQ BMS1923417 BMS210997 BMS333913 BMS4279

5. Progress to Date Medical Laboratory Assistants (MLA) 23 MLA65139

6. Progress to Date Medical Technical Officers (MTO) 4567JAQ MTO 1382 MTO 2191412 MTO 31861 MTO 411

7. Progress to Date Other staff groups have commenced matching – Nurses, scientists, A&C, senior managers

8. Consistency Checking The outcomes should be checked for consistency against the following; Other Matches completed by the same and other matching panels over an agreed period Other local matches within the same occupational group and job family Other local matches within the same pay band National profiles for the same occupational group and pay band “Common Sense” check

9. Consistency Checking a.Any apparent inconsistencies in matching should be referred back to the matching panel. The panel should review the match in question and answer any queries or make amendments as appropriate b.Only when consistency checking is complete and any apparent inconsistencies resolved should the matching form be issued to jobholders......

10. Review Process 1.If unhappy about the result, individuals or groups of staff can request a rematch with a different panel 2.Request has to be made within 3 months of the notification of the outcome 3.Fill in matching review form 4.No further right of appeal beyond second panel if complaint is about matching outcome 5.If process was flawed, then a local grievance can be initiated

11. Issues 1.Inconsistency within laboratories 2.Inconsistency between HPA laboratories 3.Inconsistency between HPA laboratories and other local employers 4.Perception that clustering is bad for you 5.Lack of transparency in the consistency process a. limited feedback to practitioners b. failure to release original panel paperwork to individuals c. evidence that consistency has been applied

12. Issues 6. Inconsistency in advice between (or within) unions 7. Lack of informed debate about Factor 2 (KTE) levels 7 and 8b 8. Composition of panels a. lack of “expert” member b. 3-person panels now the routine 9. Review process not to start until matching exercise is complete (could be 6-9 months) 10. New national profiles being released in middle of process

13. Acknowledgements Thanks to Sinead Cahill in the AFC Office for the latest figures